Independent workplace investigations that stand up to scrutiny.
An investigation needs to do more than collect accounts and produce a report. The process must be independent, procedurally fair and sufficiently rigorous for the decision-maker to act on the findings.
Workplace Advantage conducts independent external investigations into serious workplace allegations for Australian employers.
When an external investigation is appropriate
An external investigator may be appropriate when:
allegations involve a senior leader, board member or person with authority over the complainant
internal independence is compromised
the matter is serious or complex
the findings may be tested before the Fair Work Commission or a court
internal HR does not have the capacity to run the investigation alongside the day job
the process itself carries psychosocial, discrimination, privacy or governance risk.
Most P&C leaders we work with knew the matter needed independence before they called. The question is usually not whether the internal team is capable. It is whether the matter can credibly be investigated from inside.
Our approach
- 1.
Confidential scoping call
We clarify the allegations, parties, decision-maker, independence requirements and immediate risks.
- 2.
Investigation plan
Scope and methodology are documented before work begins.
- 3.
Evidence and interviews
A senior investigator gathers relevant evidence and conducts interviews using a trauma-informed approach.
- 4.
Procedural fairness
Relevant allegations and evidence are put to the respondent, and each party has a fair opportunity to be heard.
- 5.
Findings and report
Findings are made on the evidence and documented in a written report for the decision-maker.
What we commit to
independence protected throughout the matter
no prior involvement with the parties where independence would be compromised
trauma-informed conduct at interviews
confidentiality protected as far as the process allows
procedural fairness documented
a written report designed for the decision-maker to act on.
Experience
Workplace Advantage was founded by Kristen Wall, a qualified employment lawyer with 12 years of executive ER and HR experience at BHP and more than 20 years' experience.
Workplace Advantage's investigation methodology is designed for serious workplace matters where process and evidence may later be scrutinised. Investigation reports have been tested at the Fair Work Commission and in court.
FAQ
When should a workplace investigation be external?
What does procedural fairness mean in a workplace investigation?
Who decides the outcome after an investigation?
How long does a workplace investigation take?
Is the investigation confidential?
What happens after the report is delivered?
Do you conduct workplace investigations in Wollongong?
Do you conduct workplace investigations in Sydney?
Can workplace investigation interviews be conducted onsite?
Can you investigate allegations involving a senior executive?
Can you investigate bullying or sexual harassment allegations?
What does an external workplace investigator provide at the end of the investigation?
